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You have a responsibility to report all accidents / incidents to your line manager as soon as possible after it has occurred. Your line manager has a responsibility to report your accident/incident on the online reporting system and take any necessary action to prevent it happening again.

Examples of accidents / incidents are:

• Verbal aggression, threatening or intimidating behaviour. These incidents are never ‘just part of the job’ and should ALWAYS be reported to your line manager.
• Aggressive, threatening or intimidating behaviour in a non-verbal manner such as on social media or via email, these should also be reported to your line manager and logged as verbal aggression.
• Slips, trips or falls – if there are no injuries they should be logged as ‘near miss’ but by doing this it allows your line manager to be aware of the issue e.g. such as a wet floor, and take action to prevent someone else from slipping which does result in an injury.
• Minor injuries received at work – these are sometimes not reported as they just result in bruising or small cuts but may have the potential to cause more serious injury so should be reported.
• Misuse of equipment – this may indicate that the equipment isn’t suitable for the job or that additional training on its use is required.

Did you know - Reporting of Near Miss incidents are as important as reporting of an accident incident that has led to an injury. Near miss incidents are any events that happen that have the potential to result in an injury or ill health.

IF YOU ARE UNSURE WHETHER TO REPORT AN ACCIDENT OR INCIDENT SPEAK TO YOUR LINE MANAGER.

Harassment and bullying from any source is unacceptable in any form and will not be tolerated by us. Incidents of harassment or bullying may be referred to the police. Some aspects of harassment and bullying will fall into the scope of the Equalities Act and the protected characteristics contained within it.

Harassment and bullying occurs when someone is repeatedly and deliberately abused, threatened or humiliated by an individual or group of individuals due to the work they undertake e. g. service users or their families, members of the public or people in receipt of Council services.

An overarching risk assessment for sexual harassment has been developed and Managers should ensure that they include any specific risks within their service in their activity risk assessments and take any reasonable actions to prevent the opportunity for sexual harassment to employees from both internal and external sources.

Internal cases of harassment and bullying should be referred to the Behavioural Standards in the Workplace Guidance and Grievance Procedure, and with support and guidance from People Management (HR Officers).